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Change Leadership

“It is not the strongest species that survive, nor the most intelligent, but the ones who are most responsive to change.” - Charles Darwin

Before looking at the four factors for success, recognising the four factors of failure in managing organisational change can help identify problems more rapidly, and can show where initial action should be concentrated:

Lack of consistent leadership

De-motivated staff kept in the dark

Lack of capacity: budget cuts, no spend-to-save policy, short-term approach to investment, stressed out staff working hard just to stand still

Lack of initiative to “do something different”

...these four elements then lead to the “treadmill effect”:

No time for reflection, planning and learning

No improvement in design and implementation

Increasing need to do something

Increasing failure and unplanned consequences

Go back to 1. and repeat

Implementing the four factors for success (pressure - shared vision - capacity - action) can help get you off this treadmill.

Pressure for Change - identify the driving force of change, decide to act and then communicate that decision throughout the organisation. ...even if change is initiated externally, demonstrated management commitment is essential if momentum is to be maintained for effective implementation.

A clear, Shared Vision - effective change needs to be implemented at all levels, so you must bring everyone along with you by helping them see the picture of future success and describing how you will get there, together.

Capacity for Change - make sure to provide the funding, support resources, training and time to ensure things stick. ...change is most often resisted when people are worried that their skills will be obsolete.

Action and Measurement - implement the planned change and keep going through the cycle of "Plan - Do - Check - Act" and keep the communication channels open to ensure there are no surprises along the way.

The PMO's simple yet powerful Change Management Matrix will help you manage the priority actions, track progress and move forward methodically and effectively.

The following employee excuses demonstrate that change is being managed badly and that employees are increasingly de-motivated:

“it’s not my job”
“I haven’t got time”
“the boss doesn’t care anyway”
“I’m keeping my head down this time”
“if it’s such a good idea, why didn’t we do this the last time management changed its mind?”
“it will all change again next month”
“when the MD makes his mind up, I might do something”
“nobody told me about it…..”

...if any of these sound familiar, The PMO can help.

As the Taoist classic I Ching says, "Coming to an impasse, change - having changed, you can get through."